HR Manager Operations - PMR ROLE PROFILE GENERAL CHARACTERISTICS Group function/ BU Anglo American Platinum

Date

December 2015

Department/ Operation

Human Resources

Job band

GBF 6/12 - 09012453

Location

PMR Operations

Discipline/ Subdiscipline

Human Resources

CONTEXT As the HR Manager for the Process Operation with direct core / overheads and indirect overheads support service to run a fully-fledged independent process operation. Responsible for the Total end-to-end People management value chain of the operation. PURPOSE OF THE ROLE The HR Manager is responsible for the Operational HR Management for PMR Operational Unit. Provides HR advice, support and influence to the Refining Operation through the provision of quality HR services, assistance and development of services interventions across the full range/scope of HR, including learning and development, performance management, compensation and benefits queries, Employee mobility i.e.: expatriate support, Employee relations, Talent Management, Labour Management Ensures all aspects of HR support are compliant and is in line with Anglo American Platinum guidelines and HR practices. Manage a team of HR Practitioners in the provision of these services. WORK OF ROLE (INCLUDING AUTHORITIES AND OUTPUTS) Work of Role  Provides an effective manning and recruitment service that engages and sources appropriate staff within Operation.  Contributes to the planning and implementation of the performance management process that impacts high labour productivity.  Recommends appropriate training and other development interventions required for staff development in the operation.  Ensures the provision of administrative support for in-house training events and for all regular employment processes and procedures that are regulated by legislation i.e.: SHE / LRA / BCEA etc.  Coordinates all employee movements in the operation incl. the provision of support to incoming and outgoing expatriates with regards to relocation, accommodation and education arrangements within Operation guidelines.  Provides independent and quality HR service & support; and influence to managers and employees in helping to resolve any people related enquiries.  Provides ER advice and supports to employees / managers in progressing disciplinary and grievance matters; whereby a healthy working environment is realised.  Ensures Operation complies with all obligations / legislation / regulation in so far as all Labour laws are concerned.  Leads and manages the performance of own team in line with Anglo American’s

Output

25/11/2015 This role profile acts as a guide to the role only and additional work outcomes may be required to be performed by the incumbent

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performance management system and company values, in order to achieve objectives. Manages the resources ad outputs of the function in the operation incl labour, budgets, and wellness. Ensures continuous and relevant / appropriate HR services in the operation at all times. Contributes towards the operations performance in line with the set and revised business plans. Acts as the HR thought leader in the HR function for the operation, and advises the GM and other colleagues accordingly. Proactively liaises with colleagues in other sub-functions of HR for any specialist support required by own operation. Acts as the central point of contact on all HR matters in the operation Assumes the delegation of authority, and acts ethically and in line with the Company values. Assumes the role of change agent for the operations and the own HR team, in advancing company initiatives i.r.o culture, SHE, Leadership. Manages stakeholder’s i.r.o HR scope. Is a HR generalist.

ROLE RELATIONSHIPS Managerially accountable to

General Manager - PMR

Direct reports

HR Coordinator Operations HR Coordinator Operations HRD Officer Process x 4

Key internal role relationships

Operational Heads in PMR HR Sub-function HoD’s incl Head of HR Operations; HRBP GSS

External relationships

Unions and Associations  Negotiations  Relationships Community / government structures/ Municipality/  Relationships. Contractors/suppliers  Outsourced services

QUALIFICATIONS, EXPERIENCE, KNOWLEDGE AND SKILLS NQF 7 Bachelor’s Degree/Advanced Diploma in Human Resource management or Employee QUALIFICATIONS relations. Additional qualification in Labour Law will be advantageous. At least five years HR Management experience, of which three years in a HR generalist Position EXPERIENCE and at least one year in the mining environment. KNOWLEDGE AND SKILLS

NQF Level 7 Theoretical base descriptors Scope of knowledge, in respect of which an individual is able to demonstrate integrated knowledge of the central areas of one or more fields, disciplines or practices, including an understanding of and the ability to apply and evaluate the key terms, concepts, facts, principles,

rules and theories of that field, discipline or practice; and detailed knowledge of an area or areas of specialisation and how that knowledge relates to other fields, disciplines or practices. Knowledge literacy, in respect of which an individual is able to demonstrate an understanding of knowledge as contested and the ability to evaluate types of knowledge and explanations typical within the area of study or practice. Method and procedure, in respect of which an individual is able to demonstrate an understanding of a range of methods of enquiry in a field, discipline or practice, and their suitability to specific investigations; and he ability to select and apply a range of methods to resolve problems or introduce change within a practice. Problem solving, in respect of which an individual is able to demonstrate the ability to identify, analyse, evaluate, critically reflect on and address complex problems, applying evidence-based solutions and theory-driven arguments. Accessing, processing and managing information, in respect of which an individual is able to demonstrate the ability to develop appropriate processes of information gathering for a given context or use; and the ability to independently validate the sources of information and evaluate and manage the information. Producing and communicating information, in respect of which an individual is able to demonstrate the ability to develop and communicate his or her ideas and opinions in wellformed arguments, using appropriate academic, professional, or occupational discourse. Context and systems, in respect of which an individual is able to demonstrate the ability to manage processes in unfamiliar and variable contexts, recognising that problem solving is context and system bound, and does not occur in isolation. Management of learning, in respect of which an individual is able to demonstrate the ability to identify, evaluate and address his or her learning needs in a self-directed manner, and to facilitate collaborative earning processes. Accountability, in respect of which an individual is able to demonstrate the ability to take full responsibility for his or her work, decision-making and use of resources, and limited accountability for the decisions and actions of others in varied or ill-defined contexts. CORE HR COMPETENCIES

Demonstrate competence on a Level 2 according to the HR Competency Model in the following areas: 1. Leadership and Personal Credibility 2. Organisational Capability 3. Solution Creation and Implementation 4. Interpersonal Communication 5. Citizenship for the future: Innovation, Technology, Sustainability

HR CAPABILITIES

The following HR Capabilities on a Level 2 is needed to do high quality HR work 1. The ability to create people- driven business strategy in partnership with other HoD’s and to operationalise this into an HR Business Plan for the operation. 2. Talent Management 3. The ability to take a proactive approach to HR Governance, risk and compliance 4. The ability to take a systematic and integrated approach to data analytics and measurement 5. The ability to attain high levels of internal customer satisfaction through the delivery of high quality HR products and services for the organisation.

TECHNICAL COMPETENCIES

Demonstrate an understanding, knowledge and application of Level 1 Professional Technical competency 1. Workforce Planning and Staffing 2. Learning and Development 3. Performance Improvement and Management 4. Reward Management 5. Wellness Management 6. Employee Relations 7. Organisational Management

BEHAVIOURS Complexity Level – HII: Service The People Development Way A1 - Broad scanning: Seeking and using the broadest internal and external view, beyond current issues and constraints A2 - Setting direction: Setting clear direction & priorities and gaining support of others A3 - Leading change: Alerting and engaging people in the need for specific transformational changes in the way things are done in Anglo American B1 - Inspiring others: Energising, developing and enabling colleagues to succeed B2 - Collaboration: Building relationships and fostering cross boundary collaboration B3 - Impact and Influence: Deepening self-awareness and applying influencing techniques that gain commitment and support C1 - Decision making: Evaluating info, good decision making, manage risk, drive safe, reliable and sustainable operations and protect the licence to operate C2 - Driving performance: Driving plan delivery, holding people and self to account C3 - Business acumen: Applying rigorous commercial and business thinking to decision making in order to generate value

Demonstrates curiosity and interest about the mining industry Engages people and delivers plans Implements change plans Builds support Actively brings people together to deliver work Understands self and is aware of own impact on others Makes decisions using both a sense of what is correct and logical Sets high personal performance standards Understands how value is created

SABPP HR Competency Model: Refer to attached Addendum for detailed descriptors of HR Pillars, Core Competencies, Capabilities and Technical Competencies on Level 2

ORGANISATION CHART

General Manager PMR

HR Manager Operations

HR Coordinator Operations

HR Coordinator Operations

HRD Officer Process

HRD Officer Process

HRD Officer Process

HRD Officer Process